TO Minute

So when we want to change things about ourselves or about our organizations, not all of them are going to change at the same pace. And I thought what I do today is provide some examples We frequently talk about in the world of talent optimization, and just do a quick comparison for us. The first one is around 

If you go to the zoo, you might see something like this lions, tigers, bears, what is that thing, like a puffin or something, whatever it is. And when I was coming up in the ranks, and I was starting to work on sales, they would play the same game called who’s who in the zoo. And what they were talking about in that example was the different
So we’re all very familiar with the talent optimization framework. And what I want to point out today is that it’s not like we reached this optimal state, and we’re just going to stay there magically forever. Even if we could find ourselves in this optimal position, where are all of our employees have the highest possible
In this example, we’re looking at Bloomberg data that talks about the home meal delivery market. And you can see that not surprisingly, during the pandemic, we saw a gigantic spike in people who had meals delivered to their home when they couldn’t be out and about safely. But a little bit more surprisingly, as we’ve not seen those

Now, it’s really important to remember that attracting top talent, which is what we say when the higher aptitude, it’s always hard no matter what economic conditions we’re talking about, even when candidates are scarce, making sure you pick the right ones is hard. Even when candidates seem plentiful, you think.

You got start with why How Great Leaders Inspire everyone to take action. And now you’ve got a book from Stephen Covey, trust and inspire and then Dave’s higher to inspire. These are all great inspired reads. And obviously, we see that word inspire showing up in again and again, what does inspire me?

I talked to a lot of organizations that consider talent optimization investments, things like design and inspire, etc. And they say we don’t have budget, they weren’t expecting talent optimizations very new. It’s one of these things where it’s like, we’d love to do it, but we just don’t have the budget 

I predict that there’s going to be trouble on the horizon. Here’s why the economy all over the world has slowed. Hiring therefore is likely to slow down pretty dramatically. And as a result, many employees are going to start to many employers, I should say, are going to seize back the leverage that

Now before the pandemic, we saw that a very small percentage of people 6% work remotely at least part time. Now, this is a trend that was increasing, but it was increasing pretty slowly. During the pandemic, obviously, everything changed. And we saw the at the height of the 

So when I talked about talent optimization, a lot of times I get the question. Well, that’s great. What exactly is it that we’re optimizing? Let’s go back to my classic definition, talent optimization is the strategic process of maximizing business results by optimizing the performance and 

Now recently, there was a Harvard Business Review article with the provocative title Do we still need teams? gasp, oh my gosh, it was written by Constance Newton Headley and by Mark Mortensen. And it’s actually a really great article, I’ve included the URL below and you can just do a simple search 

We’ve seen a lot of challenges in HR leaders burned out 53% of them, in fact over half saying they’re burned out been through a lot over the last two plus years 48% of which say that they’re looking for a new job. Now, if you’re a talent optimization provider, you need people within HR people ops